Mobile Learning Approach in Higher Education Institutes (HEIS): Insights beyond the Acceptance Model of Technology

The purpose of the study is to develop a framework beyond the technology acceptance model (TAM) whereby the study aims to understand the slow adoption of M-learning approach in HEIs. For this purpose, this study carries out an extensive review of the literature in order to design a conceptual framework to investigate how to enhance the utilization of this technology among lecturers and learners/students. The investigation was carried out using a deductive approach to examine the proposed hypothesizes. The findings from this study suggest a wide range of factors such as cultural dimension (i.e. uncertainty avoidance), psychological factors (i.e. perceived risk, self-efficacy) technical skills (i.e. digital literacy). These factors are regarded to be relevant towards enhancing the utilization of M-learning in HEIs. This study has the originality of ideas by providing insights into M-learning utilization beyond the conventional TAM. These identified factors require to be substantiated in this context

Generation Y-Turnover: A Complementary Fit Perspective

Generation Y becomes the main pillar of workforce around the world. This generation enters the workplace with different values and characteristics from their counterparts of other generational workforces. In Malaysia, generation Y employees are well known of their high job mobility. Human resource managers are in dilemma of how to retain this new workforce? This paper serves the purpose to respond to such queries by investigating the factors contributing to Generation Y employees’ Turnover from a complementary fit perspective. This study was conducted in Malaysian Business Process Outsourcing Sector (PBO). The total sample was comprised of 318 respondents belong to generation Y employees. The data was analysed in Amos using two steps approach. Extrinsic, freedom and demand abilities fit were the predictors of Generation Y employees’ intention to quit in Malaysian BPO sector.Using cross sectional method limits our understanding to whether the predictors of turnover intention were due to career effects or generational effects. This study provides empirical evidences to Malaysian HR Managers to what makes generation Y employees leave the organization. This is a better surrogate of the existed anecdotal information. Furthermore, this study informs HR Managers that stereotyping the findings from Western context may be treated with caution

Corporate governance and capital structure decision: insights from Oman

AbstractThis study aims to explore the impact of various board composition elements (board size, board meeting frequency, multiple directorships, and board independence) on capital structure decisions within emerging markets, specifically focusing on the Sultanate of Oman. The study employs a sample of 14 non-financial firms listed on the MSM30 index over seven years (2009–2015). To address endogeneity between the interrelated variables of dividends and debt ratio, an endogeneity test is performed. Given that the dividend per share is an endogenous variable, the Two-Stage Least Squares (2SLS) method is used for data analysis. The findings of this study indicate positive associations between debt ratio and board size, board independence and multiple directorships but negative association with board meetings frequency. Board independence serves to support the active monitoring hypothesis, and debt acts as a complementary mechanism to mitigate agency issues, larger board size results in introducing more debts in the firm’s capital structure to offset decision making complexities. Furthermore, multiple directorships increase the use of debt ratio as disciplinary mechanism to offset the busyness of board members who have several multiple directorships. However, the frequency of board meetings was found to have a negative association with debt ratio. Our findings are robust to alternative measures of leverage and endogeneity. This study concentrates on a limited set of factors related to board composition. The use of debt as a substitute mechanism suggests that the followed corporate governance practices are relatively weak and may benefit from further reforms

A psychometric evaluation of the Arabic version of the consumers’ ethnocentric tendencies scale

AbstractEthnocentrism refers to consumers’ tendencies to favor products and services that are produced in their own country over those produced in foreign countries. The consumers’ ethnocentric tendencies scale (CETSCALE) was developed to assess consumers’ buying behavior towards foreign-made products. The current study examines the psychometric features of the CETSCALE’s Arabic edition. The scale was first rendered into Arabic utilizing the well-established back-translation process. An online version of the translated CETSCALE was administered to 703 Saudi participants. Both the reliability and validity of the scale were examined, and a two-dimensional structure of the scale was confirmed. Measurement invariance across gender was examined and the robustness of the results was confirmed using a network psychometrics approach. Findings indicate that the Arabic version of the CETSCALE is psychometrically vigorous and can be confidently utilized to examine adult Arab consumers’ ethnocentric tendencies

Work values, job satisfaction and intention to quit among generation-Y workforce

The functional role of human resource unit in any organization now is at its most challenging when it has to manage three generations of workforce in the workplace. While generation-Y enters the workforce with unique talents and skills, they have also created concerns among human resource practitioners over unprecedented turnover among this group of employees. This study seeks to determine whether the generation-Y workforce subscribes to a different work values which in turn influence their satisfaction with their job that would lead to them harboring an intention to quit. Based on an analysis of data obtained from generation-Y employees within the business process outsourcing sector in Malaysia, this study suggests that generation-Y workforce places a high emphasis on opportunities provided by employers to enhance their skills. They are also a group of employees that looks beyond the extrinsic rewards at the workplace as they seem to value status rewards like empowerment

Technology Transfer Model for The Libyan Information and Communication Industry

This paper surveys the existing Technology transfer (TT) models developed across different industries. The aim is to develop and empirically test a model that describes the TT process of embracing foreign advanced technology by ICT and ICT-based SME projects in Libya. The developed model defines the following factors (enablers) that influence the ITT process, which is TT government support initiatives, transferor characteristics, transferee characteristics, TT environment, learning centers, and their respective sub-factors (variables). The outcome (achievements) factors are identified and explained through their relevant sub-factors. To verify the model and investigate the interrelations between the model’s factors a questionnaire survey was conducted in Libyan ICT projects where the TT process was involved. Statistical analysis methods were used to analyze the data collected. The respondents indicated that transferee’s characteristics were the most important factor with the highest impact that will result in an effective TT process. Moreover, the results showed that most factors chosen for this study are relevant towards an effective TT process. Economic development was perceived to be the most meaningful outcome of a successful TT process, followed by knowledge improvement, the firm’s performance, and development as well as the survival of ICT-based SMEs. This paper is a part of an ongoing study to develop ITT model for the Libyan ICT industry

Generation-Y turnover intention in business process outsourcing sector

Employee turnover is a perpetual problem in any organisation. However, the situation has never been more acute as when it involves the workforce from the Generation Y or also known as the Millenials.It is deemed that the highest turnover rate is coming from these groups of people (Sujansky and Ferri-Reed, 2009). Apparently, human resource strategies to retain employees that had worked very well during the industrial economy are now rendered less effective in the knowledge economy. The Millennials are found to be of a different paradigm compared to previous generations and one clear difference about the Millennials is how fast they are changing jobs. This is further compounded by the ease of job mobility enabled by the borderless world and the nature of upbringing experienced by the Millennials that shape their character and attitude. This research seeks to study and understand the Generation Y (Millennial) workforce from the perspective of strategic human capital management with specific emphasis their turnover intention in the business process outsourcing sector

A psychometric evaluation of the Arabic version of the consumers’ ethnocentric tendencies scale

Ethnocentrism refers to consumers’ tendencies to favor products and services that are produced in their own country over those produced in foreign countries. The consumers’ ethnocentric tendencies scale (CETSCALE) was developed to assess consumers’ buying behavior towards foreign-made products. The current study examines the psychometric features of the CETSCALE’s Arabic edition. The scale was first rendered into Arabic utilizing the well-established back-translation process. An online version of the translated CETSCALE was administered to 703 Saudi participants. Both the reliability and validity of the scale were examined, and a two-dimensional structure of the scale was confirmed. Measurement invariance across gender was examined and the robustness of the results was confirmed using a network psychometrics approach. Findings indicate that the Arabic version of the CETSCALE is psychometrically vigorous and can be confidently utilized to examine adult Arab consumers’ ethnocentric tendencies.</p